Monthly Archives: March 2013

Why the Role of Recruiter Doesn’t Cut it Anymore

By | Thought Leadership | No Comments

We don’t employ recruiters. That might sound odd given that we’re in the IT staffing business, but hear me out. We don’t believe the traditional role of a recruiter measures up in today’s marketplace. Tectonic shifts in job seeker expectation and behavior requires a more holistic, yet tailored, and long-term approach to sourcing and employing talent. For us, recruiting is a core business process, not a job title or department. We manage recruiting processes through our four-pronged approach based on fundamental shifts in how people look for jobs and manage their career.

  1. Talent Agents. Remember I said we don’t employ recruiters? We don’t, instead we use talent agents. And there is a difference. it_staffing_and_recruiting_2013Today’s most in-demand candidates aren’t just looking for jobs. They are looking for much more than that, a company where they fit in culturally, that provides work that is meaningful to them, and opportunities to expand their skills and career. Our talent agents understand that and take a more consultative approach with IT professionals, going well beyond the basics of matching skills sets to a job requisition.
  2. Social Media and Research. Our talent agents are social evangelists. To say they keep up with developments in social media is an understatement. They are highly-engaged in social media outlets because they know it’s where the talent is and the venue offers a chance to learn more about a candidate than what’s on their resume. Sites such as Google+, LinkedIn and Twitter offer windows into the minds of active and passive candidates, and now with Facebook’s recent release of Graph Search, our talent agents will have another tool at their disposal. This is where candidates’ personas, skills and interests are truly on display. Just as Hollywood agents know not every role is best suited for their actor client, our talent agents use social media and online research to ensure the candidates they offer clients are aligned well beyond hard skills alone.
  3. Talent Community Leaders. In addition to talent agents, we leverage a team of talent community leaders whose sole responsibility is to build deep expertise within a specific community. However, the term “community” for us can mean a certain industry, client or skill sector (i.e. SAP). Our talent community leaders know their niche inside and out, both the employment trends and needs within the community, but also the market conditions impacting the overall state of the community.
  4. Talent Engagement. There is a new standard for keeping engaged with job seekers today. Cookie cutter emails or weeks of silence doesn’t go far anymore. Our talent agents know that for IT professionals in particular, keeping skills current and working on innovative projects will impact their livelihood. That’s why they remain in contact with candidates long after their project or assignment ends to better understand what they are looking for next. Whether it’s to take some time off or to pursue a project lead assignment, our talent agents maintain frequent communication to meet the career management needs of our candidates.